9 RESUME MISTAKES THAT MIGHT COST YOU A JOBWhile good old paper may seem passé in the digital age, LinkedIn hasn't completely replacedthe old-fashioned résumé.

"Résumés are the heartbeat of a career search,” says Jacqui Barrett-Poindexter, a career andworkplace adviser at Glassdoor. “If done well, your résumé will tell your story and sell you.”

And that hasn't changed with the rise of high-tech options. “Even as technology has advancedand changed the way job seekers find open positions, the résumé remains an integral part ofthe hiring process,” adds Matt Tarpey, a career adviser with CareerBuilder.

Then again, a less-than-stellar résumé can also work against you. To keep that fromhappening, we asked Barrett-Poindexter, Tarpey, and Maele Hargett, an executive recruiterwith Ascendo Resources, to highlight the most egregious résumé mistakes they see over andover--and explain how you can avoid these missteps.

1. Making Grammatical Errors and Typos

There’s no room for sloppiness. According to a 2013 CareerBuilder survey, 58% of employersidentified résumés with typos as one of the top mistakes that led them to automaticallydismiss a candidate.

“In this day and age, there really is no excuse for a number of grammatical errors,” saysexecutive recruiter Hargett. Common errors she sees include misuse of words (“your/you’re”and “lose/loose”), words spelled incorrectly ("business" and "finance," if you can believe it),and overuse of punctuation (namely, commas).

“Don’t solely rely on spell check,” she says. "It’s helpful to get a second set of eyes on yourrésumé after you’ve reviewed it yourself." She suggests reaching out to a trusted mentor orcolleague in a similar industry, or if you’re a student, using the resources at your collegecareer center or local library.

2. Submitting Incorrect Information

This may seem obvious, but getting simple details wrong will get your résumé tossed into thereject pile, fast.

“When you put an incorrect phone number down or mess up your job titles or dates, it makesyour résumé look haphazard,” says Hargett. "If you say you’re detail-oriented, and we catchincorrect information on your résumé, it’s a big red flag."

Even if you make it to the interview stage, the incorrect information will come out eventually.A wrong phone number can easily be called and a job title can be verified with a formeremployer.

“Sometimes job titles do not match the job duties listed, and we’ll find out upon furtherinterviewing that the title was changed on the résumé to give them an edge,” says Hargett.“Not a good idea--you are setting yourself up for failure.”

3. Giving Everyone the Same Résumé

This may come as a surprise to some job seekers, but your résumé is not one-size-fits-all(jobs). “No two roles are alike--and your résumés shouldn’t be either,” says Hargett.

CareerBuilder’s survey found that 36% of employers identified résumés that are too generic asone of the mistakes that may lead them to automatically dismiss a candidate.

"Instead of sending out a generic résumé to multiple employers," suggests Tarpey, "the moreeffective option would be to work on one application at a time, tailoring your résumé to fit thejob description, and taking the time to truly understand what each employer is looking for.”

“A personalized résumé is focused to the target audience’s needs,” adds Barrett-Poindexter.For example, “if the job description says the role requires market analysis and planning, thenweave that language into your résumé content, using real examples of analysis you performedand the results you achieved."

One more--perhaps obvious--note: Don't save versions of your résumé with a file name thatmakes it obvious that you've submitted a particular version: For example,janedoeresumemarketing or janedoeresumesales. Just keep it simple and save the file as yourname.

4. Getting Too Elaborate With Formatting and Style

“Formatting is key,” says Hargett. Don’t let your résumé get out of hand with fonts and graphs

and distract the reader from what’s important (how qualified you are). If you’re going to usebullets, they should be the same size and shape in each section and align from page to page.

Because recruiting agencies have to add their logos and sometimes condense a résumé,Hargett suggests that if you’re working with a recruiter, try using a template that doesn’trequire you to work within “boxes” (which are difficult to format).

“And make sure your résumé style progresses with you,” says Hargett. Remove those earlyjobs that acted as fillers and thoughtfully design the layout, she says. "It should include cleanlines and a different (non-neon) font color to highlight job titles."

There is one place you can be as creative as you like: your language. “Boring language, likeusing the word 'developed' over and over, puts the reader to sleep,” says Barrett-Poindexter.“Be creative and entice the hiring manager with language that sizzles.” For example, aheadline like "Ensuring business roars ahead while attracting/developing top leadershiptalent" will show a bit more personality and creativity while articulating your achievements.

5. Being Vague

You’ll never hit the bull's-eye with a vague résumé, says Barrett-Poindexter. “Your laser-focused competitor candidate will knock you out of the game.”

“When you are too wordy and vague, we don’t know what you've actually accomplished,” addsHargett. “Employers like to see as much information as possible up front. Highlight youraccomplishments. If you raised money or saved money, put down the actual dollar figure--never give a generality that you can’t verify when they dig deeper.”

6. Squeezing Too Many Words Onto the Page

There’s no hard and fast rule about résumé length, says Tarpey. CareerBuilder’s data showsthat for new college graduates, 66% of employers say a résumé should be one page long, andfor more seasoned workers, 77% of employers say they expect a résumé that’s at least twopages long.

When trying to condense your employment history and skills into a few pages, “choose theaccomplishments that are most in line with the open position’s main responsibilities and withthe company’s corporate values,” says Tarpey.

“In general,” says Barrett-Poindexter, “job seekers should make sure they’re answering therequirements within the job listing while also telling their most relevant employment story,including specific achievements that map back to what the employer is looking for.”

7. Omitting Exact Dates

Think it’s OK to leave out clear dates? Think again. “Omitting exact dates of employmentoften raises suspicion in employers and makes it look like the job seeker is trying to coversomething up,” says Tarpey. If you’ve got a large gap in your résumé, Tarpey suggests beingup front about it and addressing the issue in a cover letter.

CareerBuilder’s survey found that 27% of employers identified résumés that don’t includeexact dates of employment as one of the most common résumé mistakes that may lead themto automatically dismiss a candidate.

“We need to know your tenure, good or bad,” explains Hargett.

8. Not Including Skills

While listing out your "skills" may seem optional to you, many recruiters don't see it that way,though they offer several ways to tackle the task on a résumé. “A list of hard skills andexamples of how you put those skills to use in previous positions is a great way to stand outfrom the pack,” says Tarpey.

Rather than a “skills” section, Barrett-Poindexter recommends weaving them into yourprofile/summary and résumé achievements sections. “For example, you might lead into astatement on the summary with the words ‘Relationship Building’ and then immediatelyfollow with an example where you applied relationship-building talent, like ‘Managed cross-departmental teams to accomplish a stalled product development project that led to a 25%revenue increase.’”

In that same CareerBuilder survey, 35% of employers cited résumés that don’t include a list ofskills as one of the most common résumé mistakes that may lead them to automaticallydismiss a candidate.

9. Using an Objective Statement

Current trends indicate the days of including an objective statement in your résumé are gone.

Consider this example of an objective statement:

”Seeking a role as an investment analyst to advance my career in the financial industry."

There’s two problems here: It’s dry, and the focus is on what the candidate wants for himself--to advance his career--rather than how he can solve problems for the potential employer, saysBarrett-Poindexter.

Instead of the objective statement above, she suggests, try creating a headline thataccentuates your value to your target company, such as:

Financial AnalystTransforming complex business problems in the technology sector into focused,data-backed solutions.Driving down costs, elevating reporting capabilities and improving decision-makingprocesses.

--Christine Ryan Jyoti is a Washington, D.C.-based freelance writer.

This article originally appeared in LearnVest and is reprinted with permission.